Superpower Author

Zhang Xiaofeng was a little flustered, but he was still calm and waiting for the arrival of the storm.

Zhang Xiaofeng's company announced to use the last elimination system to expel some employees. Director Zhao, as a middle-level manager, participated in the formulation and implementation of the system. According to the company's requirements to each team to develop their own KPI performance indicators, form a clear performance responsibility, department head is the first person in charge.

At the end of the evaluation cycle, the performance of the team will be evaluated according to the performance responsibility statement, and the last elimination will not be implemented for the team whose performance is achieved or excellent. Otherwise, not only the last one will be eliminated, but the employees who fail to meet the standard will also be reduced, demoted or transferred.

In the meeting, boss Wu said: "the last elimination is to eliminate the people who are backward in performance. It is basically aimed at those who are lazy and comfortable, take a free ride in the group, do not work hard, rely on others to achieve department performance, but make little contribution by themselves. In the reward system, the company must be able to identify this kind of person, so that he can not fish in troubled waters, and should be eliminated and expelled from the team. "

After boss Wu finished, he looked at general manager Wei Hua. Wei Hua immediately stood up and said: "the elimination of the last position is basically a wake-up call. It reminds everyone that laziness and backwardness will be eliminated. What's more, relative backwardness will be eliminated, so as to avoid the appearance of those who no longer want to make progress but think they are muddling along in their work.

Moreover, because this is an infectious disease, if we do not actively replace this kind of people, it will even affect others and the motivation of the organization to be positive and enterprising.

Just like the human body, tissue needs metabolism and cell renewal at any time, otherwise it will gradually age, become rigid and lose competitiveness. Especially in the science and technology industry, we can see how many companies have been strong for a while, but they are declining in a short time. Therefore, the last elimination system is a kind of consciousness, a mechanism, let the organization maintain metabolism, prevent aging system.

Of course, a department is very important in selecting people. In addition to ability, the identification and requirements of personality traits and enthusiasm are the key to determine whether a person is easy to fall into laziness. If a supervisor does not cultivate the ability to read and recognize people, he will use the wrong people.

If supervisors don't pay attention to supervision on weekdays, some people will be comfortable and lazy, which will be gradually reflected in the poor performance of the Department. Therefore, departments with poor performance often show that there are many lazy and backward people, so naturally there are more to be eliminated; On the contrary, there will be little or no elimination.

And in the spirit of this system, we can see that some directors feel good about themselves. They always think that the people in their departments are very good, and they think that the performance of their departments is not bad, so there is no need to replace them. Of course, the relatively backward departments are often the problems of the ability and laziness of the directors themselves. Therefore, the directors also need to be eliminated under the concept of the last elimination system. "

After the company announced the implementation of the last elimination, a lot of people were in a panic. They all worked like clockwork, and they couldn't see those chatting. The employees look serious and do things in an orderly way, for fear of being caught making mistakes.

It seems to be a good policy. When it comes to the grass-roots level, it is a different look. After that, many old employees who muddle along are indeed eliminated. But there are also many very active new employees, either because of bad luck, or because they have not entered the role, they are forced to leave the company.

A young girl who just graduated did not adapt to this kind of assessment mechanism. After leaving her job, she went to a competitor. Because there was no pressure to eliminate the last one, she quickly made a success. Under the background of the depression of the big industry, her performance surpassed that of many old employees.

Although some people still stay in the company after many times of last elimination, their previous feelings towards the company and their sincere desire to make achievements have changed. In addition, director Zhao is not a reasonable person, and many people who know that they will be eliminated have been planning to find another job.

This is not a case in point. The whole company is in a state of panic and lack of sense of belonging. It seems that everyone in the company is working hard, but the performance is still not improved, on the contrary, it is somewhat decreased.

At noon today, after the boss held the meeting, director Zhao's girlfriend he told Zhang Xiaofeng to go to his office. Zhang Xiaofeng felt a thump in his heart, but he took the pen and paper and pretended to go in. Director Zhao motioned to close the door.

Then president he began to ask Zhang Xiaofeng how he felt about his work this year? Zhang Xiaofeng knew it immediately, and guessed that it would be ten or nine times. This is director Zhao did not come forward, let his girlfriend to deal with himself.

Zhang Xiaofeng replied vaguely: "it's OK."

The assistant of general manager he analyzed the work status of several people under him. He said that although Zhao Xiaofeng didn't make any mistakes in his work, his attitude was not good, he had no initiative, passively waited for task assignment, and he had no vision. Several times, the department leaders didn't stand up to say hello to the leaders, and his way of doing things remained unchanged.

In fact, these words are fairly objective. Zhang Xiaofeng's position really needs to be energetic and have a strong understanding ability. He can do all the rest of the content at once and be independent. These are exactly what Zhang Xiaofeng lacks, and he is not good at these.

Then general manager he said that according to the performance appraisal, Zhang Xiaofeng ranked last and was eliminated at the bottom. He was demoted and reduced his salary and became an ordinary employee

No way, Zhang Xiaofeng's character is so, for him, dealing with people is a very energy consuming thing. He also knows that he wants to eliminate and optimize himself, and his direct leader, director Zhao, has been unhappy with himself for a long time.

Zhang Xiaofeng's personality tends to be introverted. He is tired of his present work and has poor energy. So he is the so-called person on the verge of being eliminated. Although he feels a little uncomfortable, the result can be expected long ago. Zhang Xiaofeng himself didn't regard this job as a career. He only hoped that he could do it safely for another three or four months, and then he would take the initiative to leave.

However, director Zhao didn't let Zhang Xiaofeng off so easily and didn't fire him. Instead, he transferred him to the hardest place to work, deliberately trying to make Zhang Xiaofeng suffer.

According to the law of Hua'an City, the employer unilaterally cancels the labor contract by means of subjective rules, elimination at the end of the contract or competition for employment. The laborer can request the employer to continue to perform the labor contract or pay compensation on the ground that the employer illegally cancels the labor contract.

Therefore, in enterprise management, the performance appraisal indicators should be in line with the scope of labor law. Setting a reasonable system can improve the enthusiasm of employees, increase their sense of competition, which is more reasonable than the last elimination, and avoid falling into labor disputes.

The workplace is an environment for pursuing high efficiency. High efficiency is everything, and indicators are everything. There is no room for feelings here. That's why bullying is not taken seriously. Irascible people are often reused because of their high efficiency, but this is also their biggest defect. They are all adults and understand it.